ArticlePDF Available

Abstract and Figures

In a changing and flexible labour market it is important to clarify the role of environmental and personal variables that contribute to obtaining adequate levels of job satisfaction. The aim of the present study is to analyze the direct effects of employability and personal initiative on intrinsic, extrinsic and social job satisfaction, clarifying their cumulative and interactive effects. The study has been carried out in a sample of 1319 young Spanish workers. Hypotheses were tested by means of the moderated hierarchical regression analysis. Results show that employability and personal initiative predict in a cumulative way the intrinsic, extrinsic and social job satisfaction. Moreover, the interaction between employability and personal initiative increases the prediction of these two variables on intrinsic and extrinsic job satisfaction. Results also indicate that higher values of employability when initiative is also high are associated to higher levels of intrinsic and extrinsic satisfaction. These results have implications for theory and practice in a context of new employment relations.
Content may be subject to copyright.
A preview of the PDF is not available
... Various problems that can be solved will make individuals feel satisfied with the results and work [23]. It allows individuals to be more flexible in completing tasks and face challenges that can contribute to obtaining an adequate level of job satisfaction [24]. Individuals with employability will use their knowledge, skills, and personal attributes in work that enable them to get maximum results so that individuals tend to be more satisfied with their quality and work [25]. ...
... Employability predicts a number of results that give satisfaction to their work [46,47]. Individuals who have employability tend to have higher job satisfaction and achievement [24]. Employability has a positive role in helping individuals improve their skills in certain tasks, which allows them to respond by increasing job satisfaction [48,49]. ...
... Employability has a positive effect on employee job satisfaction because the quality of employability allows individuals to proactively identify various job opportunities and choose the most suitable or most flexible in terms of work conditions [24]. Individuals with knowledge, skills, and experience are needed by organizations for the demands of their goals and make it possible to do work efficiently, so that individuals with employability have the opportunity to get jobs that they feel are satisfying, because individuals can choose conditions of work that suit themselves [50,51]. ...
Article
Full-text available
Employee job satisfaction is an important factor that can determine organizational productivity, and organizations need to pay attention to this pivotal aspect. This study aimed to empirically examine the role of transformational leadership styles and employability on employee job satisfaction. The participants of this study are 49 university teachers at the University of X Yogyakarta. The sampling is randomly chosen using a simple random sampling technique. In addition, data are collected using the scale of job satisfaction, the scale of transformational leadership style, and scale of employability. The data are then analyzed using multiple linear regression techniques. The results showed that 1) Simultaneously, transformational leadership style and employability provide a very significant role in influencing job satisfaction with p=0.000 (p0.01); 2) Partially transformational leadership style provide a significant role on job satisfaction with p=0.019 (p0.05); 3) Partially there was a very significant role of employability on job satisfaction with p=0.000 (p0.01). Transformational leadership style and employability contribute 52.5% to job satisfaction. Employability contributed more dominantly to job satisfaction (35.8%) than the transformational leadership style (16.7%).
... 16). A review of the literature indicates that employability, like career adaptability, can enhance job performance (Rosenberg et al., 2012;Van Der Heijde & Van Der Heijden, 2006) and job satisfaction (Barnett & Bradley, 2007;Gamboa et al., 2009;González-Romá et al., 2018;Van Der Heijde & Van Der Heijden, 2006). ...
... Despite the various limitations, we believe that our findings are still meaningful because existing studies have ascertained the relationship between the variables of interest (Fiori et al., 2015;Gamboa et al., 2009;Ohme & Zacher, 2015;Santilli et al., 2014), and this is an initial attempt to empirically explore the relative importance and commonality of the constructs. ...
Article
Full-text available
Employability and career adaptability are two related constructs that are considered significant factors in career success. Career adaptability is the readiness to cope with current and anticipated career-related tasks, transitions, and changes, whereas employability is the ability to retain or obtain a job in the labor market. This paper presents a Spanish translation of the Career Adapt-Abilities Scale (CAAS) and analyses the relative importance of career adaptability and employability in predicting career success (job performance and job satisfaction) in a sample of 160 young Mexican working adults. Our results supported the internal consistency and factor structure of CAAS. Relative weights and commonality analysis indicated that both constructs shared explained outcome variance, but they had different importance in predicting career outcomes. Thus, employability is still relevant despite the rising importance of career adaptability. Career adaptability should be included in employability programs, refining the two concepts into a more parsimonious measure.
... Baer and Frese (2003) also defend that organisational climate affects the personal initiative behaviour significantly. In their study Gamboa et al. (2009) investigate how personal initiative affects the level of job satisfaction. In the study a significant relationship is determined between the level of job satisfaction and personal initiative status; they reveal that those employees having high personal initiatives would have higher job satisfaction. ...
... Individuals who have personal initiative focus on long-term goals in life and focus on achieving these goals. Individuals with high personal initiative tend to behave proactively by making an effort more challenging (Gamboa et al., 2009), creative, and satisfying, even when they need to get another job (Fay & Frese, 2001). We are suspect that harmonious passion indirectly affects personal initiative through love for his work. ...
Article
Full-text available
Protean careers are understood and measured using different concepts. Apart from being confusing, it also causes divergences that result in limited operationalization of the protean career. O This study aims to develop a more comprehensive tool for measuring protean careers by examining the nomological network of ' new' protean career attitudes. Researchers added a measure of the affective component of love for work, in addition to dimensions driven by self-values and self-directed behavior. The results of the construct validity test through a nomological network involving 160 respondents showed two critical points. First, on the relationship between the dimensions, the dimensions of love for work and self-direction behavior are related to the harmonious passion variable and the proactive work behavior of career initiatives and personal initiatives. Second, the relationship within the dimension shows that the dimensions of love for work, driven by self-values, and self-directed behavior are interrelated. Additional validity tests, such as convergent, discriminant, and predictive validity tests, indicate that the question items are valid. Future research needs to pay more attention to the affective dimensions of love for work and harmonious passion.e. Abstrak Karier Protean dipahami dan diukur menggunakan konsep yang berbeda. Selain membingungkan, juga menimbulkan divergensi yang mengakibatkan bias operasionalisasi karir protean. Studi ini ber-tujuan untuk mengembangkan alat yang lebih komprehensif untuk mengukur karir protean dengan memeriksa jaringan nomologis sikap karir protean 'baru'. Peneliti menambahkan ukuran komponen afektif cinta untuk bekerja, selain dimensi yang didorong oleh nilai diri dan perilaku mengarahkan diri. Hasil uji validitas konstruk melalui jaringan nomologis yang melibatkan 160 responden men-unjukkan dua poin kritis. Pertama, pada hubungan antar dimensi, dimensi love for work dan self-direction behavior berhubungan dengan variable passion harmoni dan perilaku kerja proaktif ini-siatif karir dan inisiatif pribadi. Kedua, hubungan di dalam dimensi tersebut menunjukkan bahwa dimensi cinta terhadap pekerjaan, didorong oleh nilai diri, dan perilaku mengarahkan diri saling berkaitan. Uji validitas tambahan, seperti uji validitas konvergen, diskriminan, dan prediktif men-unjukkan bahwa butir pertanyaan tersebut valid. Penelitian selanjutnya perlu lebih memperhatikan dimensi afektif love for work dan passion yang harmonis. JEL Classification: M14, M54
... Employees with high personal initiative are active and have a persistent approach rather than being passive and conformist toward organisational objectives (Baer and Frese, 2003;Hakanen et al., 2008;Stroppa and Spieb, 2011;Thomas et al., 2010), employees' social job satisfaction (Gamboa et al., 2009), and psychological well-being (Wang and Li, 2015). Stroppa and Spieb (2011), using a mixed-method research design consisting of exploratory interviews and online surveys of expatriates working for German organisations in different destinations (e.g. ...
Article
Full-text available
The aim of the study is to examine the mediating role of personal initiative in the relationship between job autonomy and subjective well-being in the Turkish education system. In this context, the research was carried out on a sample created by the convenience sampling method on the teachers working in the 2019-2020 Education and Training Period at the primary and secondary education levels within the borders of Ankara Metropolitan Municipality. The data of the research are collected by using three scala, job autonomy scale, subjective well-being scale and personal initiative scale. Relational scanning model was used to determine the direction and level of change between the variables subject to the research, and partial least squares-structural equation model was used for the structural analysis of the established model. SmartPLS package program and R programming language were used in the study. In the analyses, the assumptions that need to be provided about the data were checked first, and then the established model was tested. As a result of the analysis; It has been determined that there is a significant and same-sided relationship between job autonomy, subjective well-being and personal initiative variables, and personal initiative plays a full mediator role in the relationship between work autonomy and subjective well-being. It is considered that the study will contribute to the organizational behavior literature and that the results obtained from the research can form the basis for future studies. Key words: Job Autonomy, Subjective Well-Being, Personal Initiative
Article
Full-text available
The aim of this study is to get an understanding of whether contemporary research on key determinants of employees’ personal initiative is applicable in the context of a developing Middle Eastern country in the midst of a tumultuous period in its history – a country in which, in spite of it all, life continues for its residents and the organisations that serve them. We collected survey data from 144 office workers of several organisations operating in Palestine to examine the relationship between personal initiative and a list of its theoretical determinants, namely: self-efficacy, need for achievement, perceived supervisor support and cultural orientation towards individualism. Our findings support the conclusions of contemporary research about the effects of self-efficacy and the need for achievement on personal initiative - thus indicating that Palestinian office workers are, in many respects, quite similar to their counterparts in other parts of the world. But our expectations regarding the link between perceived supervisor support, the cultural value of individualism and personal initiative are not supported by our findings.
Article
Over-Qualification is a common phenomenon in industrialized societies, and it has received increasing interest from social scientists in recent years. The main purpose of this paper is to summarize the main findings obtained from a decade of research on Over-qualification and related topics at IDOCAL (Research Institute on HR Psychology, Organizational Development and Quality of Working Life; University of Valencia). Drawing on extensive surveys of young people entering the labour market and graduates of the University of Valencia, our research team developed a number of contributions on over-qualification and education-related person-job fit. This paper presents an overview of these findings, organized in three different sections: the relationships between employability as psychological resources and perceived employability and over-qualification and career success, the relationships between over-qualification and different job outcomes (such as job satisfaction, propensity to leave, and performance), and the evolution over time of over-qualified employees in terms of career outcomes.
Article
Full-text available
Idiosyncratic employment arrangements (i-deals) stand to benefit the individual employee as well as his or her employer. However, unless certain conditions apply, coworkers may respond negatively to these arrangements. We distinguish functional i-deals from their dysfunctional counterparts and highlight evidence of i-deals in previous organizational research. We develop propositions specifying both how i-deals are formed and how they impact workers and coworkers. Finally, we outline the implications i-deals have for research and for managing contemporary employment relationships.
Article
Full-text available
The concept of 'employability' plays a crucial role in informing labour market policy in the UK, the EU and beyond. This paper analyses current and previous applications of the term and discusses its value as an exploratory concept and a framework for policy analysis. It then traces the development of the concept, discusses its role in current labour market and training strategies (with particular reference to the UK) and seeks to identify an approach to defining employability that can better inform labour market policy, by transcending explanations of employment and unemployment that focus solely on either supply-side or demand-side factors. Although the literature offers a range of definitions of 'employability', many policy-makers have recently used the term as shorthand for 'the individual's employability skills and attributes'. It is argued that this 'narrow' usage can lead to a 'hollowing out' of the concept of employability. The paper concludes by presenting a broad framework for analysing employability built around individual factors, personal circumstances and external factors, which acknowledges the importance of both supply- and demand-side factors.
Article
Full-text available
Personal initiative, a concept akin to entrepreneurship and organizational spontaneity, was compared in East and West Germany, Differences were hypothesized to be the results of occupational socialization, particularly of work control and complexity, rather than of a selection effect. A representative longitudinal study was conducted in the East and a cross-sectional study in the West. Lower initiative at work was found in the East; control and complexity affected changes in initiative, The results speak for socialization and against selection.
Article
Full-text available
This review analyzes how the changing nature of careers can be conceptualized by examining two major categories of careers research. Specifically, the developmental stage theories of Super (1957) and Levinson (1978, 1986, 1996) and the boundaryless career concept (Arthur & Rousseau, 1996) are used to assess our understanding of careers in today’s dynamic work environment. Directions for future research on existing topics, as well as five major recommendations for a new research agenda, are offered.
Article
This article reports on the development of a concept of personal initiative (PI). Personal initiative is a work behavior defined as self-starting and proactive that overcomes barriers to achieve a goal. It is argued that future workplaces will require people to show more PI than before, and that current concepts of performance and organizational behavior are more reactive than desirable. The facets of PI are developed along the lines of goals, information collection, plans, and feedback. Personal initiative enables people to deal with job difficulties more actively, for example, with stressors, unemployment, career changes, or becoming an entrepreneur. High PI changes the work situation of employees and relates to success as an entrepreneur. Personal initiative is seen to sharpen and partly modify the concepts of reciprocal determinism, organizational citizenship behavior, innovation, entrepreneurship, work performance, intrinsic motivation, and self-regulation.
Article
Personal initiative is conceptualized as a behavioural syndrome made up of several factors. It is important for organizational effectiveness and is one aspect of ‘contextual performance’. The construct validity of a set of interview- and questionnaire-based scales for measuring initiative was ascertained in interrelated studies (two waves from a longitudinal study in East Germany [N = 543] and a cross-sectional study in West Germany [N = 160]). As hypothesized, initiative correlated with partners' assessments, need for achievement, action orientation, problem-focused and passive emotion-focused coping, career planning and executing plans, but not with job satisfaction. Higher initiative existed in small-scale entrepreneurs in the East and in those unemployed who got a job more quickly.